Trailblazer PACESETTER Late Bloomer
Company Narrative
NVIDIA, a global semiconductor and electrical components company, has been ranked as a PACESETTER on the Women’s Power and Influence Index.
NVIDIA has achieved pay parity and believes greatly in providing their employees with stock options to retain hardworking employees, along with supporting women’s careers through the ASPIRE Women’s Leadership Development Program.
As of 2021, 19% of NVIDIA’s workforce is women, with women holding almost 17% of leadership positions.
The criteria for offering subsidized childcare could not be found at NVIDIA.
Workforce Profile
Equitable Pay
✓ Does the company demonstrate a clear and transparent commitment to equal pay?
“We ensure strong pay for all employees through an annual review of peer compensation practices in the markets we operate in and annual adjustments to employee compensation. Employees are provided both cash and equity compensation. Equity compensation is provided through Restricted Stock Units (RSUs) that vest over time and provide value aligned to our stock price. We believe RSUs promote retention and align with stockholder interests. Cash compensation adjustments are determined based on market compensation growth and individual performance.
In addition to our annual compensation review, we regularly monitor the impact of exchange rate fluctuations and inflation around the world and adjust employee compensation as needed to address the impact to employee purchasing power.
To ensure pay parity, defined as no statistically significant differences in compensation based on gender, race, or ethnicity, we’ve used a third-party firm to analyze our pay practices for gender, race, and ethnicity across 75+ dimensions, including rating, education, years of experience, job function, family, and level each year since 2015. We’ve achieved pay parity for the past several years and plan to continue doing so. If the review were to identify an issue of statistically significant pay disparity, we would take corrective action.”
Ref: Pg 14, NVIDIA Corporate Responsibility Report 2022
✓ Does the company perform an annual analysis of gender pay equity and pay disparities?
“We ensure strong pay for all employees through an annual review of peer compensation practices in the markets we operate in and annual adjustments to employee compensation. Employees are provided both cash and equity compensation.”
Ref: Pg 14, NVIDIA Corporate Responsibility Report 2022
✓ Do female employees earn at least 95% of what their male counterparts earn?
“To ensure pay parity, defined as no statistically significant differences in compensation based on gender, race, or ethnicity, we’ve used a third-party firm to analyze our pay practices for gender, race, and ethnicity across 75+ dimensions, including rating, education, years of experience, job function, family, and level each year since 2015. We’ve achieved pay parity for the past several years and plan to continue doing so.
Statistics show a pay ratio of 0.99 for women : men.”
Ref: Pg 14, NVIDIA Corporate Responsibility Report 2022
Career Growth
✓ Does the company demonstrate a commitment to actively attracting, retaining, and/or promoting women within the organization?
“Our employees are our greatest asset and play a key role in creating long-term value for our stakeholders. Diverse teams fuel innovation, and we’re committed to creating an inclusive culture that supports all employees, regardless of gender, gender identity or expression, veteran status, race, ethnicity, or ability. Diversity, inclusion, and belonging are integrated into our talent strategy. To execute our business strategy successfully, we must recruit, develop, and retain talented employees, including executives, scientists, engineers, and technical and non-technical staff.
Our recruitment efforts attracted 50,000+ underrepresented applicants in FY22 through virtual university and professional career events. Other recruiting actions: > Increase resources focused on women, Black, and Latino talent for senior technical and management roles.”
Ref: Pg 11, 12 NVIDIA Corporate Responsibility Report 2022
✓ Does the company provide professional development programs designed specifically for female employees?
“In FY22, we created programming to support women in their careers, including ASPIRE Women’s Leadership Development Program to build a pipeline of leaders. The seven-month program was designed in partnership with UC Berkeley and aims to promote career conversations, foster connections with sponsors, and help participants leverage their strengths and hone skills to elevate their careers.”
Ref: Pg 19, NVIDIA Corporate Responsibility Report 2022
✓ Does the company provide professional development programs designed specifically for diverse employees?
“In FY22, we created programming to support women in their careers, including ASPIRE Women’s Leadership Development Program to build a pipeline of leaders. The seven-month program was designed in partnership with UC Berkeley and aims to promote career conversations, foster connections with sponsors, and help participants leverage their strengths and hone skills to elevate their careers.”
Ref: Pg 19, NVIDIA Corporate Responsibility Report 2022
✓ Does the company offer a formal mentoring program to support the career advancement of all female employees?
“To support employee advancement, we provide on-the-job training through coaching, feedback, and role modeling. We encourage internal mobility through career expos and coaching, as well as foster mentorship connections and provide trained coaches as additional developmental support.
In FY22, we created programming to support women in their careers, including ASPIRE Women’s Leadership Development Program to build a pipeline of leaders. The seven-month program was designed in partnership with UC Berkeley and aims to promote career conversations, foster connections with sponsors, and help participants leverage their strengths and hone skills to elevate their careers.”
Ref: Pg 19, NVIDIA Corporate Responsibility Report 2022
✓ Does the company offer a formal mentoring program to support the career advancement of diverse employees?
“Encouraging our leaders to support diverse talent into management and senior positions through focused development, mentoring, and sponsorship.”
Ref: Pg 20, NVIDIA Corporate Responsibility Report 2022
✓ Does the company have policies and programs in place to actively recruit female candidates?
“We partner with Afrotech, Black in AI, LatinX in AI, MBA Veterans, Queer in AI, and Women in Machine Learning to reach communities underrepresented in technology.
Other recruiting actions: > Increase resources focused on women, Black, and Latino talent for senior technical and management roles.”
Ref: Pg 12, NVIDIA Corporate Responsibility Report 2022
✓ Does the company have policies and programs in place to actively recruit diverse candidates?
“Our recruitment efforts attracted 50,000+ underrepresented applicants in FY22 through virtual university and professional career events. Other recruiting actions: > Increase resources focused on women, Black, and Latino talent for senior technical and management roles.”
Ref: Pg 12, NVIDIA Corporate Responsibility Report 2022
Work-Life Balance
✓ Does the company demonstrate a commitment to providing support and/or time off for women with children?
“With kids, you need to be prepared for anything. From school holidays, to the nanny’s vacation, or other gaps in care, we have you covered. You have access to in home or in-center vetted and subsidized care for your children when your regular care is not available.”
Ref: NVIDIA Backup care
✓ Does the company provide child care support for employees?
“Whether you’re in a pinch for last-minute care or planning ahead to use your NVIDIA-sponsored Backup Care (15 days, up to 10 hours a day), Care.com will help you find a caregiver for your child or your elder loved one.”
Ref: https://www.nvidia.com/en-us/benefits/life/caregiver-support/
✘ Does the company offer subsidized child care?
Information regarding this criterion was unavailable or incomplete.
✓Does the company offer paid maternity leave for birthing parents?
“Our Parental Leave program enables birth mothers with an uncomplicated pregnancy and birth to take up to 22 weeks of fully paid leave. Birth mothers with pregnancy-related complications may be entitled to additional leave as determined by their doctor. ”
Ref: https://www.nvidia.com/en-us/benefits/time-off/parental-leave/
✓Does the company provide paid parental leave that extends beyond birthing parents to include surrogacy, adoption, and paternity leave?
“Non-birth parents, which includes fathers and adoptive parents, are eligible for up to 12 weeks of fully-paid leave. To ease the transition back to work after their leave, all new parents also receive up to eight weeks of flex time.”
Ref: https://www.nvidia.com/en-us/benefits/time-off/parental-leave/
✓ Does the company demonstrate a commitment to supporting the health benefits of its female employees?
“The decision to grow your family is a big one. During one of the most important moments in your life, we’re here to support you on whatever path you take. Resources are available for adoption, fertility testing and IVF treatment, surrogacy, and beyond. However you expand your family, we provide equitable and fair support for you and those who mean the most in your life.”
Ref: https://www.nvidia.com/en-us/benefits/life/infertility-adoption-surrogacy/
✓ Does the company offer women-specific health benefits for female employees?
“Fertility IQ
NVIDIA provides access to FertilityIQ – which helps you find a doctor, learn from leading fertility experts, and more. FertilityIQ provides educational resources to help you on your journey to becoming a parent. Access your free membership to take courses at your own pace on topics that matter to you. To get started, visit the FertilityIQ site (use code: NVIDIA). To learn more, read this overview and watch this video.
Peppy
Peppy provides you or a spouse/domestic partner with personalized, expert support for menopause and period pains and problems with focuses on endometriosis and polycystic ovary syndrome (PCOS).
You’ll have access to real, human experts through your smartphone. This service is available to anyone who identifies as a woman — including trans, non-binary, genderfluid, and nonconforming people.”
Ref: https://www.nvidia.com/en-us/benefits/life/infertility-adoption-surrogacy/
Workplace Standards
✓ Does the company have a policy listing prohibited behaviors, such as harassment and retaliation?
“We strive to create and maintain a work environment in which people are treated with dignity, decency and respect. For that reason, we will not tolerate unlawful discrimination or harassment of any kind. All employees and independent contractors are covered by and are expected to comply with this policy and to take appropriate measures to ensure that prohibited conduct does not occur.
Harassment may take many forms, including but not limited to:
• Verbal conduct, such as epithets, derogatory jokes or comments, slurs, or unwanted sexual advances, invitation, or comments;
• Visual or written conduct, such as derogatory and/or sexually oriented text messages, instant messages, emails, tweets and internet postings, posters, photography, cartoons, drawings, or gestures; or
• Physical conduct, such as assault, unwanted touching, or blocking normal movement.
Sexual Harassment We will not tolerate any form of sexual harassment, which, by way of example includes:
• Making unwanted sexual advances, including verbal advances, propositions or requests;
• Engaging in unwanted physical conduct, such as touching or assaulting another person, or impeding or intentionally blocking another person’s movements”
Ref: NVIDIA Anti Harassment Policy Report
✓ Does the company mandate all employees to undergo harassment and discrimination training?
“All NVIDIA employees receive code of conduct, ethics, and sexual harassment training upon hire and then every two years thereafter. Employees who have frequent contact with customers, partners, and suppliers (such as those in sales, finance, and procurement) have completed additional global anti-bribery and anti-corruption training. As of March 2022, nearly 100% of employees had completed the trainings.”
Ref: Pg 19, NVIDIA Corporate Responsibility Report 2022
✓ Does the company have a defined harassment policy that includes promptly addressing reported incidents?
“Appropriate disciplinary action will be taken against any individual who violates this policy. Based on the seriousness of the offense, disciplinary action may include training, verbal or written reprimand or termination of employment. We will take steps as necessary to prevent further harassment.”
Stakeholder Engagement
✓ Does the company demonstrate a commitment to helping external stakeholders address gender equality issues?
“Employees took more than 40,000 actions through monthly Missions challenges in FY22. We partnered with our community resource groups on challenges like “Celebrate Pride,” “Honoring Those with Disabilities,” and “¡Vamos a Celebrar! Celebrating Hispanic and Latino Culture,” which aimed to inspire employees to learn from, honor, and support our colleagues and communities.”
Ref: Pg 17, NVIDIA Corporate Responsibility Report 2022
✓ Does the company offer and support initiatives that promote gender equality in the community?
“We supported professional organizations Women in Data, Women-ai, and Black Women in AI. To increase outreach to students, we planned several sessions at our conferences related to building a career in AI and engaged with computer science departments at Historically Black Colleges and Universities and Hispanic-Serving Institutions across the United States.”
Ref: Pg 8, NVIDIA Corporate Responsibility Report 2022
✓ Does the company demonstrate a commitment to helping internal stakeholders/employees address gender equality issues?
“We strive to cultivate an inclusive and equitable mindset through awareness and skill building. Due to managers’ direct influence on employee engagement, we have invested in developing our managers to become great leaders.”
Ref: Pg 19, NVIDIA Corporate Responsibility Report 2022
✓ Does the company offer equity-focused trainings, speaker programs, or events for employees?
“We introduced an allyship program to establish and train a network of allies that can speak up when they see non-inclusive behavior and advocate for changes that lead to increased equity. We also created online diversity, inclusion, and belonging educational resources for managers and employees.”
Ref: Pg 19, NVIDIA Corporate Responsibility Report 2022